Mcdonalds Appraisal System

1345 WordsApr 21, 20136 Pages
McDonalds Appraisal System Question 1 & 2: McDonalds use a 360 degree appraisal system (Ward 1995) where all the information on performance and feedback is derived from a number of stakeholders within the company. The existence of an appraisal program indicates to an employee that the organisation is genuinely interested in their individual performance and development. This alone can have a positive influence on the individual’s sense of worth, commitment and belonging. McDonald 's introduces all new employees into the business through a welcome meeting, which they must attend. The welcome meeting gives an overview of the Company, including; Job role, Food, hygiene and safety training (HACCP), Policies and procedures,…show more content…
These behavioural consequences should be both informal and formal and should also be both positive and negative. Question 5: Each employee will sign a contract at the beginning of their employment with a company. In this contract the employee will identify exactly what is expected of them in that position. A performance measurement system allows the manager to assess the employee’s overall effect in that position. This system also allows for the manager to discuss the results with the employee. The main objective of performance management systems is to motivate employees to fulfil potential in that job with the possibility of benefitting from it. They also aim to influence the way in which an employee perceives their job and their attitude towards working. Each employee is aiming to be perceived as a valued asset to their organisation. We are using the 360 degrees system, as this is the performance measurement system used by McDonalds. This system allows managers to assess employee’s performances and take action when the results are generated. This is a highly motivating system because employees are notified of this assessment a number of weeks beforehand. McDonalds use this performance measurement system to offer promotions, set future objectives and train and develop current and future employees. In the case of an employee being given a negative assessment, whether fair or unfair, the employee can discuss the problem with the manager in
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